In the Philippine legal landscape, the relationship between employer and employee is not merely contractual; it is imbued with public interest. The 1987 Constitution and the Labor Code of the Philippines provide a robust framework to protect workers against economic exploitation and undignified treatment. When an employee faces the dual burden of unpaid wages and workplace harassment, several legal avenues are available for seeking justice and restitution.

I. Actions for Unpaid Salaries and Benefits

The right to be paid for work performed is a fundamental labor right. Failure to pay wages, or the illegal withholding thereof, subjects an employer to administrative and civil liabilities.

1. The Principle of "Fair Day's Wage for a Fair Day's Labor"

If an employee provides service, the employer is obligated to compensate them. Under Article 103 of the Labor Code, wages must be paid at least once every two weeks or twice a month at intervals not exceeding sixteen (16) days.

2. Prohibited Acts Regarding Wages

Non-payment/Underpayment: Failing to meet the minimum wage or agreed-upon salary.
Illegal Deductions: Under Article 113, employers cannot make deductions from wages except for insurance premiums (with consent), union dues (where authorized), or cases authorized by the Secretary of Labor.
Withholding of Wages: Article 116 explicitly prohibits any person from withholding any amount from the wages of a worker without authorization.

3. Where to File

Money Claims: If the employer-employee relationship still exists and the claim does not exceed ₱5,000.00, the Regional Director of the Department of Labor and Employment (DOLE) has jurisdiction.
Labor Arbiter: If the claim exceeds ₱5,000.00, or if the employee has been terminated (illegal dismissal), the case falls under the jurisdiction of the National Labor Relations Commission (NLRC).

II. Addressing Workplace Harassment by Superiors

Harassment by superiors often manifests as an abuse of authority. Philippine law addresses this through specific statutes targeting sexual harassment and broader labor standards regarding "just causes" for resignation.

1. Republic Act No. 7877 (Anti-Sexual Harassment Act of 1995)

This law specifically penalizes sexual harassment in the workplace. It occurs when a person with authority, influence, or moral ascendancy demands, requests, or requires sexual favors, regardless of whether the demand is accepted.

Employer's Duty: The employer is legally required to create a Committee on Decorum and Investigation (CODI) to handle such complaints. Failure to act can make the employer solidarily liable for damages.

2. Republic Act No. 11313 (Safe Spaces Act)

Expanding on RA 7877, this law covers "gender-based streets and public spaces sexual harassment" as well as workplace harassment that may not be strictly "quid pro quo" but creates an intimidating or hostile environment. It includes persistent uninvited comments, sexist slurs, and physical gestures.

3. Grave Misconduct and Constructive Dismissal

If the harassment is non-sexual but involves verbal abuse, insults, or demeaning treatment, it may constitute Grave Misconduct on the part of the superior.

Constructive Dismissal: If the harassment makes continued employment impossible, unreasonable, or unlikely, the employee may resign and file a case for "Constructive Illegal Dismissal." In this scenario, the law treats the resignation as an involuntary act forced by the employer's hostile behavior.

III. Legal Remedies and Procedures

When pursuing a case against an employer or superior, the process generally follows these stages:

1. Mandatory Conciliation (SEnA)

Before filing a formal complaint with the NLRC, parties must undergo the Single Entry Approach (SEnA). This is a 30-day mandatory conciliation-mediation process aimed at reaching an amicable settlement.

2. Formal Complaint and Position Papers

If SEnA fails, the complainant files a formal complaint. Both parties will be required to submit Position Papers, attaching affidavits from witnesses and documentary evidence (e.g., payslips, contracts, screenshots of harassing messages, or recordings).

3. Reliefs and Damages

A successful litigant may be entitled to:

Backwages: Payment of unpaid salaries from the time they were withheld.
Separation Pay: If reinstatement is no longer feasible due to strained relations.
Moral and Exemplary Damages: Awarded if the withholding of wages or the harassment was done in bad faith or in a wanton and oppressive manner.
Attorney’s Fees: Usually 10% of the total monetary award.

IV. Evidence and Documentation

The burden of proof in labor cases varies. For unpaid wages, the burden is generally on the employer to prove that payment was made (via payroll or vouchers). For harassment, the burden lies with the employee to provide substantial evidence of the offending acts.

Note: Under Philippine law, "substantial evidence" is the standard of proof required—meaning such relevant evidence as a reasonable mind might accept as adequate to support a conclusion.

Workers are encouraged to maintain a "paper trail" of all interactions, including performance evaluations, incident logs, and formal protests sent via email or registered mail to the Human Resources Department.